Not your traditional agency, in the best way - Senior Consultant Propel London Employee Review

I joined Propel straight out of university and genuinely think it’s a great place to start your career in recruitment. Propel has a very strong client base and a fantastic reputation, so you’ll get a huge amount of exposure to an exciting market from the start. I’d also highly rate the culture at Propel. It’s like being part of one big family, everybody is supportive and works hard together but also likes to have fun, so there is a great social aspect – being in the heart of Soho helps this too! I would say the company has changed quite a lot over the past couple of years’, but has always managed to self-improve and the Senior Management are fantastic at taking on constructive feedback and implementing positive change. I’m really pleased I spent the first couple of years of my career at Propel and would definitely recommend!!

There really aren’t many cons. Just keep up the great training and positivity!!

Decent offices and nice colleagues

Propel is one of the most frustrating and inconsistent places I’ve worked. The culture was cliquey - but driven by the leadership, not the colleagues. If you’re not in the inner circle, you’re effectively on the outside looking in. Secret dinners with the founder and her 'chosen ones' would happen frequently. Opportunities, expectations, and even basic treatment vary depending on who you are, not how you perform. Favouritism is not subtle - it’s embedded in how the business operates. Those outside the preferred group are left feeling disposable, with a constant sense that their job could be at risk for reasons that are rarely clear or justified. Leadership is a major weak point. Decisions are often knee-jerk, poorly thought through, and communicated inconsistently, which creates an environment of uncertainty and stress. There is little evidence of long-term thinking or structured management. Perhaps most concerning is the complete lack of investment in people. Despite hiring inexperienced recruiters or those early in their careers, there is virtually no meaningful training, development, or support provided. Expectations are ridiculously high, but the tools and guidance to meet them are not. There also appears to be a significant gap in both recruitment and technical understanding at leadership level, which shows in the lack of direction and credibility.